Term
| Steps in job analysis (6) |
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Definition
1. Identify the use to which the information will be put
2. Review relevant background information, such as organization charts, process charts, and existing job descriptions
3. Select the representative positions and jobs to be analyzed
4. Analyze the jobs by collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job
5. Review the information with job incumbents
6. Develop a job description and job specification |
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Term
| Name some qualitative job analysis techniques (4) |
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Definition
1. Interview (individual, group, or supervisory)
2. Questionnaires
3. Observation
4. Participant Diary/Log |
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Term
| Name some quantitative job analysis techniques (3) |
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Definition
1. Position analysis questionnaire (filled out by a job analyst) (responsibilities and duties of various jobs)
2. Functional job analysis (responsibility for data, people, and things)
3. National Occupational Classification (reference tool for writing job specifications) |
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Term
| Parts of a job description |
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Definition
Job identification (position title)
Job summary (general nature of job)
Relationships
Duties and responsibilities
Authority
Performance standards/indicators
Working conditions and physical environment
Job descriptions and human rights legislation |
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Term
| Define: job specification |
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Definition
| A list of the 'human requirements', that is, the requisite knowledge, skills, and abilities, needed to perform the job - another product of the job analysis |
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Term
| Name (3) reasons why a competency-based job analysis should be used |
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Definition
Describing a job in terms of the measurable, observable behavioral competencies an employee must exhibit to do a job well.
1. Traditional job descriptions might backfire if a high performance work system is the goal
2. Describing the job in terms of the skills, knowledge, and competencies the worker needs is more strategic
3. Measurable skills, knowledge, and competencies support the employer's performance management process |
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